Female Leadership Advantage and Disadvantag

Correspondence regarding this paper should be addressed to Samantha Callahan, Danielle Patrick, Sara Roderick, and Kahla Stygar, Department of Psychology, Lindenwood University, 209 South Kingshighway, St. Charles, Mo, 63301

This assignment is being submitted on June 13, 2016, for Professor Kehiante McKinley’s G148/PSY1012 Section 02 General Psychology course.

Textbooks are required and can be purchased from the ED MAP Online Bookstore (http://www.edmapbookstore.com/storefront/index/OUBSP) or from most online book retailers.

*Publication manual of the American psychological association (6th ed.) (2009). Washington, DC: American Psychological Association. Please see note below regarding this edition of the APA manual.

Leadership - The perception of excellence in business leadership needs to be re-examined. This requires challenging the norms that determine leadership eligibility. Are there drivers that perpetuate a leadership incumbency that excludes females? What is the basis for these drivers?

leaders. However, more people prefer male than female bosses. That has made it more difficult

One identified contributor to women's slower than expected assent into leadership is the persistence of assumptions and stereotypes that women are intrinsically "communal" or "dependent" and "passive", and therefore, lack the capacity to succeed as leaders. (National Academy of Sciences National Academy of Engineering Institute of Medicine of the National Academies, 2006 as cited by Isaac, Kaatz & Carnes, 2012).

In history books, males are always presented as the leaders of the United States. It has become a stereotype that men are the leaders in politics and business, but as the world has advanced, there has been a need for women representatives and leaders. In the documentary Miss Representation, “The U.S. in the world is 90th in terms of women in the national legislature”(Newsom 2011). The reason why the U.S. is 90th is because as the media has become a more powerful influence in the United States, women are experiencing more backlash from becoming leaders. The media is causing the U.S. to lag behind in the world’s progression of women leadership.Women should be able to rise up as leaders in America without discrimination from the media or faulty views of

America has made great progress in the amount of women in office and who go out to vote. The article explains this by going over the statistics and the overall political culture for women of the '70s until the early 2000s. While there has been improvement, there is still a huge gap between the number of men and women in our political field. And even when women get into a political seat, their chance at moving up to a top position is slim because of the covert discrimination that is still present in our political system. The author lists four aspects of American life that continue to limit women 's leadership, including the sexual division of domestic labor and the persistence of sex role expectations. A study was conducted on those who

A question that a lot of people, especially women, seem to wonder is why are women being held back from leadership positions in the workplace. According to PEW Research Center ‘the problem is that women still have to do more

Vinkenburg, van Engen, Eagly, and Johannesen-Schmidt (2011) found that gender differences in communication style norms can also impact advancement in careers. While the differences in group collaboration and leadership styles between men and women may be trivial, and perception of gender-based leadership style is not. Women were shown to use more effective, leadership techniques then men. However, men were perceived as being slightly better leaders and more inspirational in the work setting, despite the fact that woman’s leadership styles tended to be more rounded. The perpetuation of gender bias in promotion decisions perpetuates the stereotype that men hold

Thesis statement: Leadership depends on the leader’s leadership style and there way of communicating ideas rather than the leader themselves. Both women and men believe in similar leadership styles however women prefer a more participative leadership approach.

Correspondence concerning this article should be addressed to Langeda Bontemps, Department of Psychology, Longwood University, Farmville, VA 23909. Email: langeda.bontemps@live.longwood.edu

As the author points out, the figures on women in leadership is staggering in disparity. The article takes time to focus on identifying and highlighting reasons what makes a successful leader. Having an opportunity to attend a leadership meeting, in which we discussed improving inclusion at my company, this article presented many of the same reasons that as a company we tried to understand, “Why do we not have more women in leadership?” This article really underscores that in order for a business to survive and grow or for that matter, any organization to flourish you need to find individuals that embody the above-mentioned leadership traits not just seniority.

Gender and leadership? Leadership and gender? A journey through the landscape of theories start off by giving a statistical summary of percentages of women in higher echelon position in the workforce. With this information in the intro, the article quickly highlights the limited representation of women in exclusive positions in Fortune 500 companies. Next, the paper examines multiple theories why this problem exists in the workforce. The four theories examined are biology and sex; gender role; causal factors; and attitudinal drivers (Appelbaum et al, 2003, p. 44).